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*Positive Motivation*Where and When is Motivation applicable*

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Motivation Defined

Intensity- How hard one tries to achieve his or her goal

Direction- The focus of one’s efforts

Persistence- The act of continuously exerting one’s efforts

Where is Motivation Being Used?

In Sports at all Levels- by Coaches and Team Managers to Motivate Players

In our Schools and Universities- by Instructors and Professors to Motivate Students

In the Workplace- by Executives, Managers, Front Line Supervisors and Employees to Motivate Employees

In Sports at all Levels

In Youth Sports such as Little League Baseball

◦ Snacks after a good game◦ Mom and Dad may motivate their child to “try the

sport”.

In High School and College Baseball◦ Awards and public praise◦ For the love of the game

In Professional Sports such as Major League Baseball

◦ Media coverage and salary / performance bonuses ◦ For the love of the game

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In our Schools and Universities

For Younger Elementary Students◦ Public praise, Recess and a Skittle

◦For High School Students◦ Public praise, relate subject matter to real

life, empower the students to some degree

◦For College Students◦ Relate the subject matter to real life, explain “WIIFM”, empower the students to some degree

In the Workplace

Get to know your employees as a person- not just a number (relationship building)

Understand what his or her needs and desires are (short term and long term)

This will enable you to apply the “Platinum Rule” (treat them the way they want to be treated, not the way you would want to be treated)

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When is Motivation Used? Varying degrees of motivation has been used for

thousands of years in the workplace.◦Roman slaves were motivated by the opportunity to

learn a trade an eventually be freed into society.The second industrial revolution demanded more

employee productivity. ◦Long hours◦Poor working conditions◦No breaks or lunches

When is Motivation Used?

Employees pushed back against these working conditions in 1935 ◦Legalized Collective Bargaining is passed in the U.S.

Employers were forced to take a “softer” approach to improve employee productivity. ◦Many motivational theories result from the studies performed during this era.

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When is Motivation Used?

Maintain Positive Motivation in the workplace, Be Proactive ◦Part of the organization’s

culture◦Developed over time by the

organization by hiring and training the “right” people

◦Meaningful two way communication

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When is Motivation Used?

If an Organization Elects to be Reactive to Employees Needs they will experience-

◦Excessive Absenteeism◦Greater Turnover Rate◦Poor Quality◦Poor Employee Morale◦Etc

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Intrinsic Motivation - Personal enjoyment of the job.

Extrinsic Motivation - External outcomes that can come from performing the job.

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Intrinsic Motivation vs. Extrinsic Motivation

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Everyone functions off of motivation multiple times a day.◦Getting out of bed◦Work◦School◦Workout◦Eat healthy◦Personal Hygiene

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Motivation

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Intrinsic & Extrinsic Motivation

Same action can promote both factors◦Professional Athletes

Intrinsic:◦Love of the Game◦Exciting occupation

Extrinsic:◦Salary◦Fame◦Rewards (Championships)

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Studies on Motivation1st Study: Harvard scholars Nohria,

Groysberg, and Lee

2nd Study: Chong M. Lau and Ketvi Roopnarain

3rd Study: Cho and Perry

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First Study Nohria, Groysberg, and Lee

◦They found that there are four key components that motivation is compiled of: Engagement (Energy, effort, initiative) Satisfaction (Fulfillment of expectations) Commitment (Dedication to company) Desire to quit or stay within a company

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First Study (continued...)

They also found four fundamental drives that directly affect motivation as well.◦The drive to acquire◦The drive to bond*◦The drive to defend◦The drive to comprehend

All four must be met for motivation to +Direct management influence

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Second StudyChong Lau & Ketvi Roopnarain

◦Effects of employee motivation to participate in target setting

Six hypothesis

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Second study (Hypothesis)1/(2) Extent to which identifiable

nonfinancial/(financial) measures are related in positive intrinsic motivation to participate

3/(4) Extent to which identifiable nonfinancial/(financial) measures are related to controlled extrinsic motivation

5 Intrinsic motivation for participation is not associated with employee job performance

6 Controlled extrinsic motivation for participation is positively associated with employee job performance

Questionnaire(149 responses)

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Third StudyCho & Perry

◦How intrinsic motivation and employee attitudes are altered depending upon managerial trustworthiness, goal directedness, and extrinsic reward expectancy. Found that intrinsic motivation may be more

effective than extrinsic motivation

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Third Study(Hypothesis)Four hypothesis

◦1 Intrinsic motivation positively associated with employee satisfaction and will be negatively associated with turnover intention.

◦2(3) Intrinsic motivation and employee attitudes will be strengthened under high levels of managerial trustworthiness(directedness)

◦4 Intrinsic motivation and employee attitudes will be weakened under high levels of extrinsic reward expectancy

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Third Study (continued...)Information gathered from 2008 Federal

Human Capital Survey. ◦97% responses were from executive branch

workforce.◦54 small industries◦51% response rate: 212,223 responses.

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Third Study(continued...)

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Money is a Motivator It is the ultimate driver of our society Life is about more than moneyIt is a Necessary evil

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Money is a Motivator Many people allow money to control their

lives It becomes priority 1, which can be very

unhealthy

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Money is a Motivator 73% of Americans cite money as the

leading cause of stress in their lives (Biotech Week)

This leads to countless personal problems◦Fractured Families◦Loss of contact with friends ◦Health issues

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Other Motivators in the Workplace McClelland’s Need Theory (3 Factors)

1. Need for Achievement 2. Need for Affiliation3. Need for Power Positive Need for Power Negative Need for Power

Managers need to know what motivates each individual employee.

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Need for Achievement Enjoy difficult tasksDesire feedback from supervisors Relish Pay-for-Performance situationsValue having control over their own rewardsDrawbacks

◦ More prone to cheat to get ahead◦ More likely to use “whatever means necessary” to succeed,

regardless of consequence.

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Need for AffiliationFocused on Relationship BuildingValue being apart of teams and groups Want to be well liked Drawbacks

◦Will not make unpopular decisions ◦Will always choose pleasing their peers over

making the best decision for the company◦Generally do not make good managers

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Positive Need for PowerGenuinely enjoy workingHave a desire to teach and encourage

others Work well in groupsEarn the respect of their peersNatural leaders

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Negative Need for PowerConsumed by competitionEnjoy seeing others lose more so than

winning themselvesUnhealthy aura of confrontation

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Effectively Motivating EmployeesJob Design- Anything done by the employer

to improve the overall workplace experience, or job performance

Top-Down Job Design1. Scientific Management 2. Job Enlargement 3. Job Enrichment 4. Job Rotation 5. Job Characteristics Model

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Job DesignScientific Management

◦Based on the research of Fredrick Taylor ◦When executed properly, leads to a more

efficient workplace ◦However, it can produce tedious or repetitive

jobs Lowers employee morale

◦Job Enlargement Puts more variety into a job Also known as Horizontal Loading

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Job DesignJob Enrichment

◦Gives the employee more autonomy in his or her workplace

◦Can lead to opportunities for achievement, recognition, advancement

Job Rotation ◦Moves workers from one job to another◦Allows them to become proficient on all tasks ◦Leads to greater job satisfaction

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Job DesignJob Characteristics Model

◦Developed by Richard Hackman and Greg Oldman

◦Managers should strive to provide 3 Core Job Characteristics1. Skill Variety2. Task Identity3. Task Significance

◦Benefits More confident and efficient workers Increased trust between managers and employees

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